Lattice Product Updates

Additionally, admins can now choose whether or not comments are visible in custom views for surveys. This helps admins ensure that comments are only visible to the individuals on the team who should see them.

We're thrilled to welcome Gusto to our native integration ecosystem. Lots of Lattice customers rely on Gusto for their HRIS needs, and we've now made it easier to get started with Lattice using Gusto to directly import and regularly sync employee information.

We released anonymous comment replies for engagement surveys, and now we're extending that capability to pulse surveys, too. Pulse surveys are a key way for employees to share regular feedback about how they're feeling in the workplace, and with comment replies, admins can engage with that feedback directly.

We've introduced two new visibility settings for Lattice Grow admins to give more control over how employees can view each other's information in Grow. In Grow admin settings, admins can now select whether other employees can see an individual's job level when writing reviews or sharing feedback. They can also choose whether employees can see custom attributes if they are connected to tracks. Both settings are on by default.

When building a 1:1 agenda with their manager, direct reports now have access to Lattice's set of recommended talking points to make it easy to stay on track and ask the right questions. Direct reports can select recommended talking points and add them to their agendas directly from the 1:1s screen.

Particularly for companies with large workforces or a huge number of career tracks, it's helpful to organize them to make exploring those career opportunities easy for employees. Now in Grow, admins can create groups for tracks. Whether you're grouping by department or other category, groups make navigating career opportunities simple.

With the new Goals homepage update, we've moved all of the important goals actions directly into the goal sidebar. That means every user can now update, edit, or delete goals from the Goal Explorer without having to open the individual goals in new tabs.

We’ve given managers greater access to the data and insights so they can become the best leaders they can be. Managers and managers-of-managers can now use filters and see different visualizations like 9-box and heatmap in review results for their direct and indirect reports.

If you're using a CSV upload to import employees into Lattice, we've added the ability for you to remove specific fields from the sync that aren't relevant or desired in Lattice.

We've made several helpful user experience improvements to Updates. If the Updates cadence is changed, the date range on new Updates will reflect the change, but past Updates will not be impacted.

For companies that rely on weighted scores for performance reviews, we previously required calibration to be enabled in order to easily edit scores. Now, with inline weighted score editing, you can edit weighted scores directly in Lattice whether or not you've decided to use Lattice's calibration feature.

As long as they have the appropriate relationship with the reviewee – for example, a manager reviewing a direct report – reviewers will now be able to see the reviewee's past performance reviews in the context panel alongside other information like feedback, goals, and more. This gives reviewers even more helpful information to make writing the review easy.

If Lattice is unable to access an employee during an HRIS, SFTP, or SCIM sync, we now display a new column in the import log to help you learn more about those employees that were skipped and any information we were able to collect. This makes it much easier to diagnose if there was a problem in the sync and quickly identify a fix.

Prior to this project, goal cycles were only able to be created manually. Most organizations use a schedule throughout the year (often quarterly) to build goal cycles, so this was a clear area for opportunity to reduce work for you. Now, on the goal cycle settings page, you can select your desired cadence (none, monthly, quarterly, fiscal quarters, halves) as well as an advance yearly setting. Then, Lattice will automatically add new goal cycles as time passes, allowing you to operationalize your goal-setting process without the effort of creating each new cycle.

Often, there are cases where company leaders would like to request feedback about anyone in the company so that they can ask about a specific employee’s performance. Now, Lattice admins can ask feedback about anyone at the company and configure specific permissions for certain role types to allow others to request feedback about others in their org outside a direct report relationship.

We know that you’re giving as much feedback as you can. But sometimes (and we’ve all been there) a request might simply stagnate. Now, you can politely decline feedback requests in your pending feedback tab. That request will then disappear from your pending requests as well as the requestor’s.